We recently completed a major restructuring of our business model to increase profitability, but some of our leadership team members are resisting the new structure and clinging to old ways of operating. How do we get them aligned?

Question

Tyler Smith · Accepted Answer

Resistance to structural change is natural, but on a leadership team, it is fatal. If your team members are clinging to old ways of operating, they are slowing down your progress and confusing their direct reports. You must establish absolute clarity and alignment immediately. Start by updating your V/TO to reflect the new business model, core focus, and strategic goals. Ensure every member of the leadership team has actively participated in this update and agrees to support it. Next, review the Accountability Chart. Every seat must be aligned with the new structure, not the old one. Have an open discussion during your Level 10 Meeting and put any lingering resistance on the IDS board. Ask the resistant team members to voice their concerns directly. If their resistance is based on fear or a lack of understanding, address it with training and support. However, if they simply disagree with the new direction and refuse to commit, they are violating your core values. A healthy leadership team must be unified. If they cannot align with the new model, you must help them transition out of the business to maintain team health.